FACTORS AFFECTING MOTIVATION OF EMPLOYEES IN

HOTEL INDUSTRY

A Synopsis of Major Research

Project
Submitted to
Shri Vaishnav Vidyapeeth
Vishwavidyalaya,
Indore
for the partial fulfillment of
Master of Business Administration
(2019-21)
by
Harshita Mandloi
Under the Guidance of
Dr. Pragati Tomar
( Assistant Professor)
 Table of Contents

1] Introduction

2] Review of Literature

3] Rationale of the Study

4] Objectives

5] Research Method
6] References
 Introduction

Today, to remain in standing in competitive world, hotel businesses need both to increase their
employee’s motivation and to be in effort of continuous development of their business’ facilities
provided for their customers. One of the most important and having the most variables sources of
hotel business that are in service sector is employees. Employees performance and efficiency is
among the factors that affect the success of these businesses. Employees showing high rate of
performance and working efficiently relates to their enough satisfaction of their job.
In hotel industry motivating employees is thus seen to be a critical task of hotel managers. The
dissertation project aims to examine the importance of motivating employees in the hotel industry
for the achievement of competitive advantage and the best possible ways and means of doing so.
Motivating employees is a challenging task for managers in every organization. This challenge is
amplified for managers in the hotel industry as it is labour intensive and most of the employees have
direct contact with customers.
 Review of Literature

• According to some previous research, it is seen that factors that affect the employees of hotel
industry in a negative way are insufficient wage and job security, limited training programe, new
opportunities not developing, business managers being deprived of manager qualifications and
high job transfer speed (Cheng & Brown, 1998; Wong et al., 1999; Zhang & Wu, 2004). In
addition to these factors it is known that employees have problems with their ( Karatepe &
Uludag, 2007). That's why in hotel businesses there are different researches made by researchers
to determine what are the factors that motivate the employees in a positive way.
• The hotel industry has long struggled to establish what truly makes hotel employees motivated and
satisfied with their jobs. High employee turnover in the hotel industry is believed to be due to the
nature of the work, its low pay and its long working hours. Thus to effectively address this
turnover problems, employee motivation could be an on going and critical issue for managers in
hotel operations.
• In the hotel industry, employees strongly require intelligence, job knowledge and skills and time
management ability. However, without motivation, an employee will not advance in his or her
career. (Wong, Siu and Tsang 1999)
 Continue….

• The biggest challenge of employee motivation is that employees often motivate themselves, based
on their perception of what they want to achieve and how they can achieve it. However, if
managers are aware of what their employees want from work, they can design a work environment
that accommodates employees needs and desires. At the same time, well-informed managers may
be able to avoid common pitfalls that tend to reduce employee motivation. (Simons and Enz 1995)
• According to Robbins et al. (2008, 180) motivation can be defined as “The processes that account
for an individual’s intensity, direction and persistence of effort towards attaining a goal.”
Intensity is concerned with how hard a person tries and is generally the focus of motivation.
However, high intensity is unlikely to bring favourable job performance outcomes unless the effort
is channelled in the right direction. Finally, the persistence dimension of motivation is a measure
of how long a person can maintain effort. Motivated individuals stay with a task long enough to
achieve their goal.
 Rationale of the Study

The reason behind this study to check how the employee are motivate and how the performance
become better in hotel industry. In hotel industry employees learn how to deal with peoples and how
to explore our personality and they are also improve communication skills . In this research we are
know how hotel industry behave with their staff and how they give their employees benefits to stick
with their job. Some time employees left their job because they don't feel valuable and secure in their
job because in hotel industry there is no fix place for any employee that's the reason employees leave
their job. Because of this reason hotel industry start giving training to their staff for better
performance with the help of training employee feel motivated and also they get chance to improve
their skills and check their abilities and also build their self-confidence and they know their work in
proper manner. Hotel industry also give them promotions, rewards for their good work so they don't
leave their job and give their best for their work. So, an attempt has been made to identify the
motivational factors from the employees’ point of view in hotels industry.
 Objective

• To investigate the dimensions affecting the motivation of employees among Hotel Industry.
 Research Method

1. The Study:
 The Study is descriptive in nature.
2. Types of Sampling:
 Purposive Sampling
3. Sample Size:
 150 employees of various Hotels of Indore cities of Madhya Pradesh.
4. Data Collection:
 Primary Data
 Already developed Questionnaire.
 Secondary Data
 Websites, Journals, Books etc.
5. Tools Used
 Mean and Factor analysis
 References

•Barsky, J., 1992: Customer Satisfaction in the Hotel Industry: Meaning and Measurement. The
Hospitality Research Journal 16 1, pp. 50–73.
•Bowen, J.T., Chen, S.L. 2001: "The relationship between customer loyalty and customer satisfaction",
International Journal of Contemporary Hospitality Management, Vol. 13 No.5, pp.213-17.
•Cadotte, E.R., Turgeon, N., 1988: Key Factors in Guest Satisfaction. The Cornell Hotel and Restaurant
Administration Quarterly 45–51.
•Callan, R., 1994: Development of a framework for the determination of attributes used for hotel
selection-indications from focus group and in-depth interviews. The Hospitality Research Journal18 2,
pp. 53–74.
•Ekinci, Y., Riley, M. 1998: "A critique of the issues and theoretical assumptions in service quality
measurement in the lodging industry: time to move the goalposts?", International Journal of
Hospitality Management, No.17, pp.349-62.
•Gunderson, M.G., Heide, M. and Olsson, U.H., 1996: Hotel guest satisfaction among +business
travelers. The Cornell Hotel and Restaurant Administration Quarterly 37 2, pp. 72–81.
•Haynes, P., Fryer, G. 2000: "Human resources, service quality and performance: a case study",
International Journal of Contemporary Hospitality Management, Vol. 12 No.4, pp.240-8.
•Kandampully, J., Suhartanto, D. 2000: "Customer loyalty in the hotel industry: the role of customer
satisfaction and image", International Journal of Contemporary Hospitality Management, Vol. 12
No.6, pp.346-51.
  Continue…..

• Oberoi, U. and Hales, C., 1990: Assessing the quality of the conference hotel service product:
towards an empirically b ased model. The Service Industries Journal 10 4, pp. 700–721.
• Chartrungruang, B.-O. 2002: Relationship between staff selection and training based upon TQM
principles and guest satisfaction with service quality in hotel settings.
• Chacko, H.E. 1998: "Designing a seamless hotel organisation", International Journal of
Contemporary Hospitality Management, Vol. 10 No.4, pp.133-8.
• Oh, H. and Parks, S.C., 1997: Customer satisfaction and service quality: a critical review of the
literature and research implications for the hospitality industry. Hospitality Research Journal 20 3,
pp. 35–64.
THANK YOU